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The worker will have the obligation to return to work once the suspension is concluded:a) On the day following the date on which the cause of suspension terminates in caseof a contagious disease, temporary disability, arrest, and lack of documents;b) Within 15 days from the termination of the cause of suspension, only for purposesof attending and resolving personal matters in the cases of pretrial detention,performance of constitutional services and responsibilities, and when the workeris designated as a representative before state bodies.1.20. Change of the Employment RelationshipA change of the employment relationship can be made from two different perspectives:a) Change of persons. This refers to the change of persons subject to an employmentrelationship, such as would occur in an employer substitution;b) Change of terms. This refers to a change in the terms and conditions of employment,that is to say in the rights and obligations the workers have towards theemployers and vice versa; for example, the salary, the work schedule, the year-endholiday bonus, etcetera.1.20.1. Legal causes for changesChanges in the terms and conditions of employment can be made at the request of theworker or of the employer.95Labor Law1.20.1.1. Changes at the request of the workerThe LFT establishes that the worker may request from the Conciliation and ArbitrationBoard changes in the terms and conditions of employment when the salary is not remunerativeor the work shift is excessive or economic circumstances concur that justify it(Article 57, Paragraph 1). Thus, a worker can request that the terms and conditions ofemployment be changed:a) When the salary is not remunerative, that is to say when the worker considers itto be insufficient with respect to the position and the activities he/she performs.Unfortunately, in Mexico, the majority of salaries are insufficient; however, theworkers do not go before the labor authorities to request their increase for fear oflosing their job;b) When the work shift is excessive, that is, when the shift is longer than is permittedby law or when the worker is not given any rest period, or when given the typeof work performed, the shift could be considered excessive;c) When there are economic circumstances that justify the change of the terms andconditions of employment.